Would you tell your employer that you experience difficulties with understanding and using language?
For many adults with Developmental Language Disorder (DLD), this question becomes a real dilemma as they enter the job market.
On one hand, mostly due to a misunderstanding of what DLD is amongst the general public, there is the fear of being perceived as unsuitable or less capable. On the other hand, disclosing that they have DLD may be the only way to access the support and accommodations needed to truly thrive at work.
With an estimated 7.6% of the population affected by DLD, it’s likely that most people will work alongside someone with the condition—often without realising it. So, the question remains: should individuals with DLD stay hidden, or open up about their needs?
How does DLD affect people at work?
People with DLD have many incredible strengths and talents such as being visual thinkers, problem solvers and showing great resilience. There are also difficulties that can prevent them from sharing their true knowledge and skills in the workplace.
These may include things such as difficulty:
- Sharing ideas and explaining things
- Remembering and following instructions
- Processing information quickly
- Asking for help when needed
- Learning, remembering and using new words
- Following and joining in with conversation
- Staying focused on a task (particularly language-heavy tasks)
- Processing and understanding written information
- Note-taking or other writing tasks
- Expressing emotions
- Building relationships
What the Law Says
Thanks to the Equality Act (2010), it is against the law for UK employers to discriminate against applicants or employees because of a disability. The Act also places a legal duty on employers to provide reasonable adjustments, ensuring disabled individuals are not placed at a disadvantage compared to their peers.
Is DLD a disability under the Equality Act?
The Act defines disability as a condition with a “substantial” and “long-term” negative effect on a person’s ability to carry out normal daily activities.
DLD meets both criteria:
- The impact of DLD is substantial because language underpins so many everyday tasks. For example, attending a GP appointment becomes far more challenging when describing symptoms is difficult, or when understanding medical advice is harder than it should be.
- DLD is long-term—in fact, it is a lifelong condition.
While many individuals develop excellent strategies to manage or to mask their difficulties, understanding and using language typically requires more effort than for people without DLD.
This means that individuals with DLD are protected and can legally request reasonable adjustments in the workplace.
What People with DLD Say
To better understand real-life experiences, we asked former students of Moor House School & College about navigating professional environments.
- 64% reported that they do disclose their DLD to their employer.
- Those who shared their diagnosis rated their job satisfaction as higher than those who did not.
One possible reason?
Disclosure often opens the door to appropriate support and adjustments, making the workplace more accessible and reducing daily stress.
One past student who has decided to be open about their DLD commented:
“Tesco encourages people with disabilities to apply, and I belong to their disability network which promotes employees with disabilities. On top of that I am wellbeing champion as well and first aider.”
Even a basic understanding of what DLD is amongst colleagues and/or employers can vastly improve an individual’s experience in the workplace. And often the support and adjustments are completely free to implement and benefit everyone. For example, giving clear, short instructions costs nothing and can improve productivity for people with or without disabilities.
Another former Moor House student, now retired, reflects on the value of straightforward communication, saying,
“Be honest and impress upon employers and colleagues the importance of clear communications for everyone.”
Finding the Right Path
Deciding whether to talk openly about DLD is deeply personal. There is no single “correct” choice, but if you have DLD, or know someone who does, knowing your rights and hearing from others who have been in a similar position can help.
DLD is far more common than most people realise, and no one should feel they must hide a lifelong condition simply to fit in. When individuals feel safe to be open about their needs, the result is often greater understanding, better support, and ultimately, more fulfilling employment.
Remember, those with DLD:
Have the legal right to ask for adjustments.
Have the right to be understood.
Are not alone.
Use our free resources for employers as a helpful conversation starter about what DLD is, and how they might be able to make reasonable adjustments.
